Technology Affecting Human Resources Management

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

Lauren Rivera continues to look at different forms in which individuals get differentiated when it comes to getting the job. She specifically looked at the whole hiring decisions. When it comes to hiring employees, studies have shown the weight of the interview process is relied more heavily than the resume. Meeting the candidates becomes important because there are other factors that arises. Factors such as an increases in the quantity of applications and the fact that resumes do not show the candidate's ability on job performance.

Technology is evolving more and more every day, making it nearly impossible to be employed without at least some knowledge of technology such as cell phones, computers, and the internet. As a result of the consistent increase in technology, human resource management (HRM) is evolving into a technology based function in many organizations. Several HRM services have been made available through the use of technology, changing the face of HR from a person to a portal. The practice of human resource management has drastically changed as companies provide universal access to HR services through technology and web based applications. The term E-HR refers to the use of web-based technology for human resource service delivery (Johnson, 2011).

Finally, a prospective that hasn’t been touched on is that of the applicants. A study presented at the 27th Annual Society for Industrial and Organizational Psychology Conference in April 2012 shows that employers that use online screening practices may be “unattractive or reduce their attractiveness to job applicants and current employees alike.” The study involved 175 students who applied for a fictitious job they believed to be real and were later informed they were screened. Applicants were “less willing to take a job offer after being screened, perceiving the action to reflect on the organization’s fairness and treatment of employees based on

Assess the practical and statistical significance of a proposed set of hiring tools, and make recommendations regarding how adopting these new hiring methods might benefit stores.

Thomas Claburn’s article is intended for individuals who are both hiring and looking to be hired. The purpose of this article is to inform the readers of the significance of hiring the most qualified applicants versus those who may share mutual interests. Claburn discusses the advantages of using computers to evaluate applicants such as increasing how long employees will remain employed with them. A study was conducted by former students of the University of Toronto, Yale University and Harvard Business School which examined 300,000 low-skilled workers. Results of this study concluded that those hiring based on individual opinion produced adverse results when compared to choices made via computer. Utilizing computers to manage the hiring process allowed job testing to improve hiring results by providing additional information that was verifiable. The data presented by this study leads us to believe the low-skilled jobs are the most likely to practice automated hiring services which could later result in computers hiring other computers.

The advantages of relying on tests or assessments to select the best job candidate is highly dependent of whether or not the assessment measures the most influential business outcomes for the company doing the hiring. It is important to remember that evaluating candidates is not the primary goal when using assessments. Improving performance outcomes of employees is the ultimate goal of choosing and using the most effective assessment. Companies are in business to increase their bottom line. Learning about their potential employees and

In an era of increasing competitiveness, globalization, economic rationalization, deregulation, technological revolution and changing workforce there is an ever-increasing need for human resource management to be able to capitalize on the special challenges that this changing environment brings. For a company to be able to successfully keep ahead of the competition, human resource management is seen to be a significant contributor.

as the only way to access whether a person is suitable for the job is

Before being hired every candidate has to pass an intense interview. Each candidate is interviewed by at les 3 up to 10 Microsoft employee. The interview was based on their though processes, problem-solving abilities , writing the line code, than based on experience and knowledge (for Bill Gates the ability to think creatively was more important then acquired knowledge, as the ambition was rather then experience). Then there are also technical interviews where was asked to solve programming problems. After that the interviewers exchange between each other impressions (hire, no-hire) and suggestions for follow up. So the weaknesses of candidates mentioned by other interviewers were later treated

Human Resource Management is designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals (Mathis & Jackson, 2008). To that end, Human Resource

Selection is a key responsibility for all manager and supervisors involved, rather directly or indirectly, in the hiring process of an organization. Selecting and hiring the wrong candidate can become costly to an organization. Therefore, the selection process should be handled with tedious care and precision to ensure to hire the employees right for the job. Potential candidates should be hired based on their skills, and knowledge relevant to the job. For instance, to ensure suitable hiring for vacant positions, the job description should meticulously be designed to properly reveal the skills necessary and required to perform the job specifically. Using a data-driven selection or hiring approach helps in increasing or enhancing the suitability of the hiring decisions made in companies or organizations. When the selection is based on the data obtained, it ensures that the success rate will be high because the potential candidate has been selected based on precise data, resulting in the likelihood of high performance. However, following a data-driven approach a company’s focus is on the required and mandatory skills and competencies required to perform a particular job.

Industry examiner Brian Sommer, the founder of TechVentive, profess an alter to miniature HR departments will be generated by new technologies and heightened employee contribution in HR processes. As he claims, “Many businesses are going to get a lot of capability done by better technology, more self-service and the employee doing a lot on their own. ( Osterhaus, 2013).” For example, employees will increasingly offer their own intelligence into self-service systems.

Findings from the research conducted by Reiter-Palmon on electronic job analyses for the U.S Navy, revealed that less time was needed to conduct the analyses and was more flexible in terms of its ease to use. Results also showed that more comprehensive job descriptions were made (Reiter-Palmon, 2006, pp.294-309). This therefore allows organisations to know specifically what skills applicants need, and the applicants know what the job entails. Having a higher quality pool of candidates not only saves money

Employers are short changing themselves, their companies, their current employees, and their applicants when a good candidate is selected instead of a great one, simply because they have said enough buzz words in their interview. The interview portion of the process can even possess unreasonable bias to the applicant. Hypothetical questions about working in teams and working with clients allow the applicant to filter themselves, saying only what they think the employer wants to hear, focusing on strengths instead of weaknesses. Applicants who work in sales and are used to the practice of pitching products and services, will have their own sales pitch prepared and be ready to sell their product – themselves – as the solution to the employers hiring problem. Using social media when analyzing candidates can give an employer more unbiased information about applicants than the best resume or the longest interview.